Windham Raymond RSU 14 Strategic Plan

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Windham Raymond RSU 14 Strategic Plan

  1. 1. Windham Raymond RSU 14 Strategic Plan 2010-2015 Final Version – May 4, 2010
  2. 2. Windham Raymond RSU 14 Strategic Plan 2 Table of Contents Letter of Presentation ......................................................................................................... 3  Introduction........................................................................................................................... 5  The Planning Process .......................................................................................................... 6  Windham Raymond RSU 14 Board of Education ......................................................................6  Future Search Task Force..............................................................................................................6  Strategic Planning Team ................................................................................................................6  Planning Phases ...............................................................................................................................7  Phase 2: Gathering Community Voices (Oct 2009).........................................................................7  Phase 3: Teamwork: Creating the Plan (Nov 2009 – Feb 2010).....................................................7  Phase 4: Sharing the Plan (Apr - May 2010)...................................................................................7  Phase 5: Implementing the Plan (2010-2015) .................................................................................8  Windham Raymond RSU 14 Strategic Plan 2010-2015 ................................................. 9  Vision...................................................................................................................................................9  Mission ................................................................................................................................................9  Goals ....................................................................................................................................................9  Goal 1 – Revolutionary Learning Action Plan ...........................................................................9  Goal 2: Highest Quality Staff Action Plan ................................................................................14  Goal 3: Technology for Future Readiness Action Plan..........................................................18  Implementation, Monitoring and Assessment.........................................................................21  Sharing the Strategic Plan...........................................................................................................22  Glossary ................................................................................................................................ 23 
  3. 3. Windham Raymond RSU 14 Strategic Plan 3 Letter of Presentation Dear RSU # 14 School Community: Where do we want our students to be in 2015? How will we use our resources wisely to get there? The three areas of focus in the 2015 Plan support our overarching mission – “Success for All.” The areas of focus are: Goal 1: Revolutionary Learning Goal 2: Highest Quality Staff Goal 3: Technology for Future Readiness Educating 3,400 students is not easy. Educating them well is even harder. But we believe that it is possible. Now is the time to work on the reforms that can move RSU # 14 to a new level of success. We are committed to the improvement and reform required of us. But to succeed, we must aggressively seek the commitment of parents, students, the community and District employees. Education is a national priority, but a state and local responsibility. To succeed, education must be a priority and a responsibility for everyone. We cannot do this alone – we need the involvement of families and the community. This involvement can take many forms, all of them vital to success: parents can help with homework, ensure children are rested and ready for school, and set high expectations for academic performance. Volunteers from the neighborhoods, houses of workshop, local businesses and the community at large can give time and expertise to help children succeed in school. Students can work hard and help each other so that learning becomes a collaborative experience, not a competition. Perhaps most important, there needs to be broad agreement in the community that “ours” trumps “mine” in the arena of public education. Our successful students and our struggling students belong to all of us. Working together, we can make sure that our students complete the journey from kindergarten through grade 12, so that they are ready for the next step. In the 21st century, a high school diploma is not a guarantee of success. But lacking one is virtually a guarantee of failure. As technology continues to advance, the number of unskilled or low-skilled jobs is dwindling, leaving those who have not finished high school clinging to the economic margins. We want more from our schools and we must have more in order to prosper as a nation. Public education in the past has educated Nobel winners, internationally recognized innovators and entrepreneurs, as well as the unheralded solid citizens who keep America moving. Public education in the future must prepare students for a fast-moving, competitive global workplace.
  4. 4. Windham Raymond RSU 14 Strategic Plan 4 So much hinges upon the success or failure of our public schools. So much depends on effective public education in Cumberland County and across America. As technology opens new horizons – and brings new demands – the future holds both opportunities and challenges. As parents, as educators, as a community, we all share the responsibility of helping our children find themselves academically and socially, so that they have the skills and tools to succeed in life. All of us have a stake in public education. It is the key to the future we share. Strategic Plan 2010 – 2015 is the next step toward that future for the Windham Raymond School District – RSU # 14. Accomplishing it will require a collective will and a shared commitment to succeed. We believe that RSU # 14 schools and the communities they serve have the capacity and the will to succeed. Sincerely, Sandy Prince Sanford J. Prince IV Superintendent
  5. 5. Windham Raymond RSU 14 Strategic Plan 5 Introduction In November 2008, the citizens of Raymond and Windham voted to approve the plan submitted to the Commissioner of Education for the State of Maine to reorganize their school systems into one, the Raymond/Windham System – Reorganized School Unit 14. This reorganization plan is proceeding as outlined and a 9-member Regional School Unit Board in place as of February 2009. Superintendent Sanford Prince has worked collaboratively with stakeholders to help design and assure a transition plan that will be effective in establishing the new organization. The new Board recognized the importance and value of strategic planning in organization development. Strategic planning is: • Proactive by looking to the future and providing the opportunity to influence it. • Educative by providing better awareness of the organization’s needs, gaps, issues and environment. • Creative by helping define and clarify the overall vision, mission of the organization. • Energizing by providing a sense of priorities, direction, continuity, collaboration and leadership. • Engaging and reassuring for stakeholders as they clarify and plan for roles, accountability, programs and resources. • Generative by including a plan for regular assessment, monitoring and revision to assure relevance and sustainability. While the overall goal of strategic planning is to create a usable and workable plan that the RSU 14 will use as a roadmap for its future, there are additional benefits to be gained by a new organization. Strategic planning is an opportunity for stakeholders at all levels of the system to imagine their future together and create the educational community that they desire. In the spring of 2009, the Board set into motion a five-phase, systematic and inclusive process to engage stakeholders to yield three outcomes: 1. A five-year strategic plan for the period of 2010-2015. 2. Stakeholder ownership of and commitment to the plan. 3. A plan for regular monitoring of the strategic plan.
  6. 6. Windham Raymond RSU 14 Strategic Plan 6 The Planning Process Windham Raymond RSU 14 Board of Education The Strategic Planning Process was endorsed and supported by the Windham Raymond RSU 14 School Board. 1. Brix, Kate 2. Duffy, Mike 3. Govoni, Marge 4. Keane, Jeraldine 5. Loukas, Kane 6. Mack, Michael 7. Pennels, Toby 8. Sangster, Catriona 9. Shriver, Alizah Future Search Task Force The Future Search Team met in the spring, summer, and early fall of 2009 to plan and implement a Future Search that involved 60 stakeholders. Mary Jane McCalmon, a private consultant and the team leader for the Maine Department of Education RSU Team facilitated the group’s work and the Future Search meeting. 1. McBride, Kim 2. McFarland, Steve 3. Cummings, Janis 4. Gendron, Sue Ellen 5. Cole, Rebecca 6. Hutchinson, Deborah 7. Brix, Kate 8. Latham Estey, Lynne 9. Caldwell, Sandra Strategic Planning Team The RSU 14 Strategic Planning Team met regularly from November 2009 through April 2010 and was facilitated by private consultant and Maine Department of Education RSU Team member, Doris Ray. Members also worked in sub groups during the school year to prepare action plans. 1. Backman, Lisa, School Psychological Service Provider 2. Caldwell, Sandra, Director of Teacher and Program Development 3. Davis, Donn, Assistant Superintendent 4. Davis, Lynn-Eve, Guidance Counselor, Jordan-Small Middle School 5. Gordan, Patti, Music Teacher, Raymond Elementary School 6. Howell, Chris, Director of Curriculum, Instruction & Assessment
  7. 7. Windham Raymond RSU 14 Strategic Plan 7 7. Makin, Pender, Director The REAL School 8. Ouellette, Kellie, Grade 7/8 Science/Math Teacher, Jordan-Small Middle School 9. Pappalardo, Jaime, Grade 4/5 Teacher, Manchester Elementary School 10. Small, Peter, Teacher, Windham High School 11. Powell, Linda, Director of Student Services (Special & Alternative Education, Guidance, Health Services) 12. Prince, Sanford, Superintendent 13. Taiani, Terry, Grade 5/6 Teacher, Jordan-Small Middle School 14. Young, Julie, Standards-Based Instructor Planning Phases Phase 1: Pre-Planning (Jun-Sep 2009) • A Future Search Task Force was created to plan, implement and assess a large-group Future Search, involving stakeholders that would create a set of future directions for planning (led by Mary Jane McCalmon). • Leaders and consultants agreed upon strategic planning process and timeline. • Leaders identified members of the Strategic Planning Team. Phase 2: Gathering Community Voices (Oct 2009) • The Future Search Task Force planned and implemented the Future Search that resulted in a set of future directions gathered from a large-group meeting October 15-16, 2009. • The Future Search resulted in a database of themes and directions that were uses as the basis for the planning process. Phase 3: Teamwork: Creating the Plan (Nov 2009 – Feb 2010) • The Strategic Planning Team was convened on November 5-6, 2009 for its organizational meeting. At this meeting, the team o Established the Strategic Planning Team’s purpose, role and responsibilities. o Outlined the planning roadmap, timeline and process. o Reviewed and analyzed the Future Search data. o Agreed on a set of draft goals. • The Strategic Planning Team continued its work and created a strategic plan with the following elements: o Vision o Mission o Goals o Objectives o Action Plan o Monitoring Plan • A plan for sharing the strategic plan with stakeholders. Phase 4: Sharing the Plan (Apr - May 2010) • Identified stakeholders are aware of and have information about the strategic plan. • Raymond/Windham Board of Education approves the plan. • Assessment of the planning process.
  8. 8. Windham Raymond RSU 14 Strategic Plan 8 Phase 5: Implementing the Plan (2010-2015) • Strategic plan is implemented, assessed and modified as appropriate. • Monitoring plan is implemented.
  9. 9. Windham Raymond RSU 14 Strategic Plan 9 Windham Raymond RSU 14 Strategic Plan 2010-2015 Vision Every student in our Windham Raymond schools is actively engaged in authentic, individualized, and personally relevant learning, designed and supported by highly effective, qualified, and passionate staff, in a safe learning environment. Students explain why their learning is important, and they are competent in articulating their own progress as they reach ambitious individual goals. Students learn in technology-rich environments, no longer defined by traditional boundaries, engaging with the local and global communities. They are effective stewards of natural and human resources. Every student leaves our schools as a responsible and involved citizen; a collaborative and quality worker; a clear and effective communicator; a creative and practical problem solver; an integrative and informed thinker; and a self-directed and lifelong learner. Mission The mission of the Windham Raymond School District is to ensure success for all learners. Goals Goal 1: Revolutionary Learning Actively engage all students in high quality, authentic and personally relevant learning that results in responsible and involved citizens; collaborative quality workers; clear and effective communicators; creative and practical problem solvers; integrative and informed thinkers; and self-directed and lifelong learners. Goal 2: Highest Quality Staff Attract, hire, and retain the very highest quality staff members in support of our core vision and mission. Goal 3: Technology for Future Readiness Implement a technology-rich environment that fosters creativity, critical thinking, problem solving and the use of resources to ensure that all students and staff can participate in a competitive, global marketplace. Goal 1 – Revolutionary Learning Action Plan Actively engage all students in high quality, authentic and personally relevant learning that results in responsible and involved citizens; collaborative quality workers; clear and effective communicators; creative and practical problem solvers; integrative and informed thinkers; and self-directed and lifelong learners.
  10. 10. Objective 1.1 Define Future Readiness of RSU 14 students grades PK-12. Action Step Responsible Performance Measures Target Completion Date 1.1.1 Develop a differentiated Future Goal 1 sub-committee and a Protocol document and directions June 30, 2010 Readiness Protocol 1 for a variety of representative from each grade audiences. span 1.1.2 Pilot Future Readiness Protocol with Goal 1 sub-committee and a Protocol results Revisions August, 2010 A-Team. representative from each grade span 1.1.3 Implement Future Readiness Administrative Team Protocol results Opening Day Protocol with entire RSU 14 staff. 1.1.4 Implement Future Readiness Teachers Protocol results September 30, 2010 Protocol with RSU 14 students. 1.1.5 Implement Future Readiness Administrators and teacher Protocol results October 31, 2010 Protocol with parents and community leaders members. 1.1.6 Analyze Future Readiness Protocol Administrators and teacher Summary and key themes of January 31, 2011 results. leaders results from all audiences 1.1.7 Communicate the Future Readiness Administrators and teacher Communication documents January 31, 2011 Protocol results to the staff, students, and leaders (email, letter in Link, community. Independent, etc.) 1 Future Readiness Protocol is a process for engaging stakeholders in determining the knowledge, skills, attitudes and dispositions that students will need for the future.
  11. 11. Windham Raymond RSU 14 Strategic Plan 11 Objective 1.2 Establish an “innovative and visionary community of practice” team to identify and develop a set of innovative practices. Action Step Responsible Performance Measures Target Completion Date 1.2.1 Identify the criteria for membership Goal 1 sub-committee and a Description of the purpose, role, August 15, 2010 and the purpose of the “innovative and building administrator from each and criteria of the team visionary community of practice” team and school its members. 1.2.2 Invite all staff to an informational Goal 1 sub-committee List of team members September 30, 2010 meeting about the Strategic Plan and Goal 1: Revolutionary Learning, and the opportunity and criteria for participation in the team. 1.2.3 Invite staff members who will Goal 1 sub-committee Team and members are in place October 31, 2010 participate in the work of piloting innovative practices in their buildings. 1.2.4 Conduct an orientation meeting for Goal 1 sub-committee Meeting documentation November the team to: Professional • Understand the Strategic Plan. Development Days • Become clear on purpose, roles, and responsibilities. 1.2.5 Create a plan for implementing this Team and Director of Program Completed Plan June 30, 2011 objective and scaling it up to include the and Teacher Development whole district.
  12. 12. Windham Raymond RSU 14 Strategic Plan 12 Objective 1.3 Create and refine a prototype blueprint for Personal Learning Plans (PLP) that includes a system for evidencing and monitoring student achievement and learning. Action Step Responsible Performance Measures Target Completion Date 1.3.1 Pilot and refine the PLP tool Response to Intervention (RTI) PLP Tool September 1, 2010 prototype. Team 1.3.2 Conduct training for the “innovative RTI Consultants Training completed December 31, 2010 and visionary community of practice” team in using the PLP tool. 1.3.3 Pilot the use of the PLP tool more “Innovative and visionary Sample Student PLPs June 2011 broadly with students. community of practice” team 1.3.4 Conduct a PLP Spring Summit to: RTI Team Summit Documentation Spring 2011 • Review and assess the work to date “Innovative and visionary and "lessons learned.” community of practice” team • Plan professional development next steps. 1.3.5 Develop a plan for including student “Innovative and visionary Plan and the refined tool September 1, 2011 evidence and documentation for the next community of practice” team iteration of the PLP tool. Tech Team
  13. 13. Windham Raymond RSU 14 Strategic Plan 13 1.4 Implement programs and practices that ensure the safety and well-being of all. Objective Action Step Responsible Performance Measures Target Completion Date 1.4.1 Create a Safety Team that will be responsible for Administrative Team List of team members August 31, 2010 addressing this safety objective. 1.4.2 Research “best practices” for developing a culture of Safety Team List of Best Practices January 31, 2011 physical, emotional, intellectual safety and well-being. 1.4.3 Inventory all RSU 14 current programs related to Safety Team Inventory June 30, 2011 safety (behavior, bullying prevention, diversity, tolerance etc.) 1.4.4 Identify gaps and redundancies in programming K-12 Safety Team Report of Findings June 30, 2011 between existing programs and “best practices.” 1.4.5 Develop and implement a district-wide safe schools Safety Team Completed Plan January 31, 2012 programming plan based on findings that includes on-going revision and monitoring of plan in coordination with RTI, Positive Behavior Intervention System (PBIS) and Professional Development.
  14. 14. Windham Raymond RSU 14 Strategic Plan 14 Goal 2: Highest Quality Staff Action Plan Attract, hire, and retain the very highest quality staff members in support of our core vision and mission. 2.1 Create an RSU 14 protocol for recruiting and hiring the highest quality staff possible. Objective Action Step Responsible Performance Measures Target Completion Date 2.1.1 Establish a Recruitment/Retention Assistant Superintendent and Published list of participants September 30, 2010 Committee to review and constructively the Goal 2 Sub-committee critique current recruitment and hiring practices. 2.1.2 Review the methods and processes Recruitment/Retention Meeting Notes June 30, 2011 currently utilized to attract and hire Committee and Assistant staff. Superintendent 2.1.3 Create a draft protocol for Recruitment/Retention Document of comments March 31, 2011 recruiting and hiring the highest quality Committee and Assistant received staff members, and present it to the Superintendent broader educational community for feedback. 2.1.4 Present final draft of the protocol Recruitment/Retention Revised draft of the protocol April 30, 2011 to the superintendent. Committee and Assistant incorporating comments Superintendent 2.1.5 Communicate with stakeholders Members of Documentation of method May 15, 2011 and conduct initial implementation of Recruitment/Retention communication protocol. Committee and Administrative Team
  15. 15. Windham Raymond RSU 14 Strategic Plan 15 2.2 Establish a comprehensive professional development model that utilizes staff strengths, experiences, and skills resulting in effective instructional practices in a safe Objective learning environment. Action Step Responsible Performance Measures Target Completion Date 2.2.1 Establish a Professional Director of CIA and Director of Published list of participants June 30, 2010 Development Planning Committee to Teacher and Program develop a systematic comprehensive Development professional development plan. 2.2.2 Conduct a study of RSU 14 Professional Development Meeting notes January 31, 2011 professional development structure and Planning Committee systems, current staff resources, staff perceptions, and future needs in relation to the Strategic Plan, educational standards, culture and trends. 2.2.3 Conduct a study of the RSU 14 Professional Development Meeting notes January 31, 2011 safety training (physical, emotional and Planning Committee intellectual) to include diversity, Safety Team affirmative action, safety procedures (building safety and crisis plans), bullying, and technology safety. 2.2.4 Develop a comprehensive Professional Development Comprehensive Professional April 30, 2011 professional development plan (based on Planning Committee Development Document the above findings) that allows for staff access to a high quality induction component, broad-based activities, and individualized opportunities. 2.2.5 Present the final professional Stakeholder group Comprehensive Professional May 31, 2011 development plan to the Superintendent Development Document and Administrative Team 2.2.6 Implement the professional Superintendent and Final Document June 30, 2011 development plan. Administrative Team
  16. 16. Windham Raymond RSU 14 Strategic Plan 16 2.3 Explore the effectiveness of performance-based compensation or advancement scales Objective and develop a pilot based on legislative action and mutually accepted labor agreements. Action Step Responsible Performance Measures Target Completion Date 2.3.1 Establish a Performance-Based School Board and Union Published list of participants June 30, 2010 Compensation Committee to track Leadership legislative activity, to engage in proactive involvement, and to keep lines of communication open regarding research, benefits and future outcomes for the RSU. Performance-Based Committee findings June 30, 2011 2.3.2 Present findings to the Negotiating Compensation Committee Team with recommendations.
  17. 17. Windham Raymond RSU 14 Strategic Plan 17 Objective 2.4 Develop a system of Supervision and Evaluation to ensure RSU #14 will retain passionate, professional staff that demonstrates effective teaching practices. Action Step Responsible Performance Measures Target Completion Date 2.4.1 Establish a broad Supervision and Evaluation Assistant Superintendent Published list of September 30, 2010 Committee to develop an effective supervision and participants evaluation model. 2.4.2 Conduct a study of current district Supervision Supervision and Meeting notes FY 2010-2011 and Evaluation documents, national standards, state Evaluation Committee criteria, Race to the Top, and other relevant resources. 2.4.3 Develop and implement evidence-based Supervision and Draft supervision and May 1, 2011 Supervision & Evaluation tools that align Evaluation Committee evaluation document professional staff goals with effective instructional practices for the purpose positive student outcomes. 2.4.4 Present RSU #14 Supervision and Evaluation Supervision and Document of comments April 1, 2011 draft document to broader educational community Evaluation Committee and received for feedback. Assistant Superintendent 2.4.5 Present final draft of the Supervision and Assistant Superintendent Revised draft supervision April 15, 2011 Evaluation system document to the superintendent. and evaluation document 2.4.6 Present the Supervision and Evaluation Superintendent Final Board approved May 1, 2011 document to the school board for approval. document 2.4.7 Communicate Supervision and Evaluation Supervision and Documentation of method June 30, 2011 system to all stakeholders. Evaluation Stakeholder communication Committee and Administrative Team 2.4.8 Implement, monitor, and refine Supervision Supervision and Documentation of method September 30, 2011 and Evaluation system. Evaluation Stakeholder communication Committee and Administrative Team
  18. 18. Windham Raymond RSU 14 Strategic Plan 18 Goal 3: Technology for Future Readiness Action Plan Implement a technology-rich environment that fosters creativity, critical thinking, problem solving and the use of resources to ensure that all students and staff can participate in a competitive, global marketplace. Objective 3.1 Adopt and understand the National Standards for Technology – International Society for Technology in Education (ISTE-NETS National Educational Technology Standards). Action Step Responsible Performance Measures Target Completion Date 3.1.1 Create a Technology Standards team to complete this Administrators List of Team September 2010 objective. members/Stakeholders 3.1.2 Create indicators for students and teachers based on Technology Standards team Indicators January 30, 2011 NETS standards. and District Technology Committee 3.1.3 Conduct building level reviews of proposed indicators. Administrators and Staff Indicators April 30, 2011 members 3.1.4 Implement the indicators. Staff Members Ongoing
  19. 19. Windham Raymond RSU 14 Strategic Plan 19 Objective 3.2 Identify staff needs related to national standards Action Step Responsible Performance Measures Target Completion Date 3.2.1 Create a NETS Standards Assessment team to complete Building Administrators List of Building Team July 2, 2010 objective. members 3.2.1 Develop a non-evaluative needs assessment to determine staff Standards Assessment Inventory/needs September 1, 2010 needs. team assessment 3.2.3 Conduct needs assessment. Staff Members Inventory/needs September 30, assessment 2010 3.2.4 Review the needs of the staff at both building and RSU levels. Building Administrators Plan of Action October 15, 2010 and team 3.2.5 Report summary of results to the staff and district Professional Building Administrators Summary November 1, 2010 Development Committee. and team 3.2.6 Revise and conduct the non-evaluative needs assessment Administrators and team Assessment February 1, 2011 related to/aligned with indicators. Objective 3.3 Create Professional Development plans for technology. Action Step Responsible Performance Measures Target Completion Date 3.3.1 Create professional development plans in order to meet the Building Team members Plans in place November 2010 technology needs of the staff members. 3.3.2 Communicate the professional development plans to district Building Administrators Plans November 30, stakeholders. and Team Documentation of 2010 communication 3.3.3 Implement the professional development plans. Building Administrators Documentation of September 2011- and Team implementation May 2012 3.3.4 Assess and review the professional development plans. Building Administrators Summary of review June 1, 2012 and Team
  20. 20. Windham Raymond RSU 14 Strategic Plan 20 Objective 3.4 Develop a process of assessing and evaluating the use of standard indicators in the classroom. Action Step Responsible Performance Measures Target Completion Date 3.4.1 Create an assessment and evaluation process for the Building Team Assessment/Evaluation process November 1, 2011 indicators. document 3.4.2 Communicate the assessment/evaluation process. Building Administrators Assessment/Evaluation process December 2011 and Team document and related materials. 3.4.3 Conduct and complete the assessment/evaluation process. Staff members Assessments and Evaluations 2012 3.4.4 Review and analyze the completed assessments and Building Administrators Assessments and Evaluations 2012 evaluations. and Team
  21. 21. Implementation, Monitoring and Assessment PURPOSE The RSU 14 Strategic Plan Monitoring Committee works on behalf of the system to assess the progress of the goals to insure the success of the strategic plan. ROLE RESPONSIBILITIES GOVERNANCE • Oversee the progress of the • Monitor and assess Who is on the committee? strategic plan. performance measures in the • Convey institutional memory. plan. Teacher leader from each school • Report out to Administrative • Check-in and interact with Team. ongoing goal groups and site individuals. Central Office Team member • Create an efficient method of reporting. • Communicate progress through a visualization (similar to GPS) Who is the team leader? such as a dashboard posted on Facilitator? RSU 14 website. Superintendent When and how often does it meet? Quarterly How do we communicate with and/or report to others in the organization? Reports to Administrative Team
  22. 22. Windham Raymond RSU 14 Strategic Plan 22 Sharing the Strategic Plan Communication/Dissemination Plan Stakeholder Format Responsible Person(s) Target Group/Audience Date Administrative Team Handout: What does it mean for Central Office Team May 4th 2010 me? Unpack plan. Future Readiness Protocol (To be Pender, Julie, Sandra (Sub- developed) Committee) Future Search Participants Invitation (e-mail, list-serve) to May Central Office Team May 7th 2010 Windham & Raymond RSU 12th Board workshop 14 Staff Advertisement & Web-Site notice Community Personalized invitation Future Search Student Participants Board of Directors PowerPoint Presentation & Strategic Planning Committee May 12th 2010 Document All Windham & Raymond Opening Day of School – Fall 2010 Superintendent Opening Day, RSU 14 Staff Presentation fall 2010 Future Readiness Protocol (To be Building Administrators developed) Windham & Raymond LINK Newsletter – Fall Issue Superintendent September Community 30th 2010 Students Agendas Administrative Team Report Cards Future Readiness Protocol (To be Classroom Teachers September developed) 30th 2010 Parents Open House Administrative Team Report Cards Brochure (To be Developed) Central Office Staff Future Readiness Protocol (To be Pender, Julie, Sandra (Sub- developed) Committee)
  23. 23. Windham Raymond RSU 14 Strategic Plan 23 Glossary Future Search A Future Search is a large-scale meeting of diverse stakeholders that is focused on a particular task or question. RSU 14 conducted a Future Search in October 2009 with approximately 60 participants in attendance from across the Windham and Raymond communities. The meeting generated much enthusiasm and a set of key themes that were used as foundation for the Strategic Plan. National The International Society for Technology in Education (ISTE) is the premier membership Educational association for educators and education leaders engaged in improving teaching and learning Standards for by advancing the effective use of technology in PK-12 and teacher education. This Technology (NETS) organization develops and publishes National Educational Standards for Technology (NETS) for students, teachers and administrators. These standards are broadly accepted as the guiding professional standards for this area. The ISTE website - http://www.iste.org/AM/Template.cfm?Section=NETS - contains complete copies of these standards. Positive Behavioral This well-known system of practices to support appropriate behavior is based on the idea that Interventions and we can effectively teach appropriate behavior to all children. All PBIS practices are founded Supports (PBIS) on the assumption and belief that all children can exhibit appropriate behavior. Performance-Based Research suggests that some teachers are significantly more effective that others in raising Compensation student achievement. Today, there is much interest in learning how compensation systems might be created and implemented that reward teachers for improvements in student performance. There are numerous efforts across the country to develop and pilot such systems. Personal Learning Personal Learning Plans are the result of structured processes that involve students, teachers Plans (PLPs) and parents. These plans help students to identify their personal strengths and challenges, set goals for their future, and learn to communicate their needs to the families, teachers, or other support people. Response to It is now an expectation that schools develop and implement Response to Intervention (RTI) Intervention (RTI) plans and capacities. RTI is a system where by schools consistently identify students who are at risk for poor learning and/or behavioral outcomes, monitor student progress, provide evidence-based interventions and adjust the intensity and nature of those interventions depending on a student’s responsiveness, and identify students with learning disabilities or other disabilities.

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